Human resource development

Recruitment

Employees are valuable assets to JLT. In our human resources management policies, the company emphasize improving the efficiency and overall productivity of our employees. In recruitment, compensation design, performance management, and training and development etc. policies, JIH LIN follow the principle of right person for the right job. We are committed to providing employees with a good and safe working environment and competitive compensation. We are dedicated to creating a workplace atmosphere that encourages continuous learning and is filled with enjoyment, aiming to attract and retain like-minded and highly talented individuals.
The company adheres to the government's Labor Standards Act and takes into account internationally recognized basic labor rights principles, including the UN Guiding Principles on Business and Human Rights, Declaration on Fundamental Principles and Rights at Work, and the Universal Declaration of Human Rights. We have established a Social Responsibility Policy Statement, workplace rules, and relevant personnel management regulations to protect the legitimate rights and interests of employees.
The company complies with labor laws and international standards in employee hiring, prioritizing labor rights and occupational safety and health. We are committed to maintaining a good, safe, and healthy working environment. We strictly prohibit any form of harassment and discrimination, whether tangible or intangible, in the workplace, including race, religion, color, nationality, gender, freedom of association, privacy, forced labor and child labor or any improper employment practices. JIH LIN places great importance on harmonious labor relations, and neither the company nor its suppliers force employees to work overtime.
In order to ensure the protection of labor rights, and in compliance with the labor laws, labor contracts with employees shall be terminated in accordance with government regulations in the event of significant operational changes or layoff. The notice period for termination is as follows:

1. A 10 days advance notice is provided if the employee has worked in the company for more than 3 months but less than 1 year
2. A 20 days advance notice is provided if the employee has worked in the company for more than 1 year but less than 3 years
3. A 30 days advance notice is provided if the employee has worked in the company for more than 3 years

As of the end of 2024, the total number of employees at JIH LIN was 286, consisting of 158 males and 128 females. There was no significant difference in the number of employees compared to the previous year. The detailed distribution of employees by employee type and gender for 2024 is as shown in the table below:

There were two non-employee workers working in JLT in 2024, which included dispatch workers and outsourced personnel. Both of these individuals served as outsourced cleaning staff. For the security personnel hired by the company, they are considered full-time employees. They are managed according to company policies, such as work rules and disciplinary rules. The security personnel also received human rights education, with 100% of them undergoing training. JLT places a strong emphasis on maintaining harmonious relationships with the local community when recruiting personnel. The company aims to provide a more stable work environment for its employees. As a result, priority is given to residents of Taiwan. All of the employees in senior manager position or above are local residents. In terms of supervisory roles, the percentage of female supervisors has increased from 32.00% in 2022 to 36.00% in 2024. Here is the distribution of employees over the past three years：

JLT complies with national laws regarding the employment of individuals with disabilities and indigenous peoples. This includes foreign workers, indigenous people, individuals with disabilities, and others. The company ensures that suitable job roles are assigned based on the abilities and characteristics of these individuals. To prevent the violation of the rights of indigenous peoples, relevant plans and actions are in place. If any member of the company discriminates against others, the victim of discrimination can file a complaint. Upon a confirmed complaint, individuals engaging in discriminatory behavior will face disciplinary action by the company. For more severe cases of discrimination, the incidents are reported to government authorities. In 2024, the company employed 71 foreign workers, accounting for 24.83% of the total workforce. The number of employees with disabilities remained constant at 4 over the past three years.

The employment criteria are based on qualifications, character, experience, and position. Job assignments are made based on the individual's capabilities and qualities. As of the end of 2024, there were a total of 55 new employees, including 25 males and 30 females, accounting for 19.23% of the total workforce. In 2024, there are a total of 80 employees resigned, including 43 males and 37 females, making up 27.97% of the total workforce. Detailed numbers for newly joined employee and departures are as follows:

Talent Cultivation and Development

JIH LIN adheres to the philosophy of finding talented person for positions, attracting outstanding domestic and overseas professionals to join our team. We also provide appropriate rewards for contributions made by employees to the company, and offer competitive compensation and benefits. The male-to-female compensation ratio for supervisory positions is 0.74, mainly due to differences in seniority and job nature. Basic salaries for employees are not influenced by gender, race, religion, political stance, marital status, labor union affiliation, and so on. In 2024, Standard salaries for male entry-level workers exceed the local minimum wage by 1.06 times, while for female entry-level workers, it exceeds the local minimum wage by 1.04 times. To ensure competitiveness in the market, the company adjusts salaries annually based on market rates for various job positions and individual performance. Bonuses and dividends are distributed based on the overall operational performance. For information regarding the salaries of full-time employees who do not hold managerial positions, please refer to page 91 of Jielin Technology’s 2024 Sustainability Report.

Employees are the most crucial assets of the company, and the company have a comprehensive education and training plan including orientation training for new employees, specialized training for in-service employee, management training at different levels, specialized project training, and On the Job Training（OJT） through mentorship programs. The company has different training plans and methods for various needs.

“Talented people” is a key strategy for enhancing the company's competitiveness. Through sharing individual knowledge and experiences within the organization, we can rapidly tap into the wealth of wisdom and create value. This ensures the stable, long-term operation of the company, with employees eager to contribute to this knowledge transfer, fostering both the company's growth and employee learning and development. JLT place great emphasis on our human capital and proactively implement talent training to enhance the company's research and development capabilities and competitiveness.
In order to enhance employees' professional and technical abilities, improve work efficiency, and emphasize product quality, we annually identify training needs based on employees' competency gaps. These needs are consolidated into an annual training plan, and training is carried out according to the yearly education and training plan. Both internal and external training programs are conducted. Internal training aims to strengthen the professional capabilities of employees in various functional areas. External training is utilized to acquire new knowledge and technologies in the industry, thereby enhancing the professional skills of our employees.
The orientation training for new employees is a top priority for the company. The company provide comprehensive training programs for new employees, fostering their growth in collaboration with HR and various departments, ensuring that the company's principles are integrated into the training. The HR department continually monitors the learning and adaptation of new employees, providing guidance and counseling as needed. For in-service employee, the company establish effective job skills development and diverse training plans to broaden and deepen their job-related experience, facilitating career advancement.
In 2024, the company conducted competency assessments to plan education and training that better meet the needs of employees. During the physical courses, the videos are inserted to make learning more enjoyable. Due to the impact of the pandemic, training hours were lower in the past year. However, various other learning programs will be opened based on employees’ feedback to provide more learning opportunities in the future. The company continuously monitor the effectiveness based on course satisfaction, in addition to post-course quizzes and practical hands-on training to help employees apply what they've learned in their work. Course satisfaction surveys and feedback help ensure that our training aligns with employee needs. Below are some of the training programs offered by the company:

There was a total of 2,775 individuals participating in education and training programs in JLT in 2023, accumulating a total of 5,281 training hours. The training program completion rate was 93%. Due to the impact of the COVID-19 pandemic, some external training institutions are experiencing poor enrollment, leading to the inability to achieve 100% course commencement.

In order to motivate employees, JLT assess the accomplishment of organizational and individual goals, and ensure job performance through annual appraisal. During the performance appraisal period, heads of each department are responsible for evaluating their subordinates' daily work and project work and for assisting in improving job performance.
There are four types of employee appraisals conducted in the company:
1. New Employee Appraisal: Conducted when new employees complete their first three months of employment.
2. Mid-Year Appraisal: Conducted from July to August each year.
3. Year-End Appraisal: Conducted from January to February each year.
4. Project Appraisal: Conducted as needed and irregularly for promotions or salary increments based on company operation.

The results of these appraisals are not only used for salary adjustments, bonus distribution, promotions, job transfers, performance improvement, or terminations but are also crucial for employee development and career planning. The results help employees create effective career development plans. When suitable positions become available, employees are given opportunities to apply, or they may be transferred to other departments or related group enterprises to enrich their work experience, increasing their chances of promotion.